Assessing the impact of the Employment Equity Act on the employee satisfaction in the manufacturing sector
- Authors: Gina, Mondli
- Date: 2018
- Subjects: Job satisfaction -- South Africa , Employee motivation -- South Africa Labor laws and legislation -- South Africa South Africa -- Employment Equity Act, 1998 , Manufacturing industries -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/30150 , vital:30845
- Description: It has been observed that the workplace environment affects the performance and job satisfaction of employees. Employees are more than the most important asset for an organisation, they play an essential role in current operational performance and future competitive advantage. Employees spend a major part of their life in the organisation within which they work. Managing the diversity of human capital in an organisations is key towards organisational sustainability in the manufacturing sector. The main objective of this study was to determine the degree of employees’ job satisfaction towards the implementation of Employment Equity Act in the manufacturing sector. One of the most important and broad-based challenges currently facing organisations in various sectors is adapting to people who are different. The term used for describing this challenge is workforce diversity. Workforce diversity means that organisations are becoming a more heterogeneous mix of people in terms gender, age, race, ethnicity, and sexual orientation. The main aim of the Employment Equity Act is the creation of a diverse workforce within South African organisations. If the organisation wants to remain competitive in the environment that its operating, it requires an effective management of diversity. The South African manufacturing sector is facing a major challenge regarding the attainment of workforce diversity in terms of implementing Employment Equity Act legislation, hence this study was an exploratory field study with the aim of understanding what impact the implementation of Employment Equity has on the employee job satisfaction in manufacturing sector. The study further investigated whether variables such as, workplace diversity, organisation culture, change management, leadership style and employee engagement do affect employee job satisfaction. A detailed questionnaire was distributed to a convenience sample of employees who are working in the manufacturing organisations. The data collected from this study was analysed by the statistician consultant provided by the Nelson Mandela University. In this iv study, the collected data was analysed using the latest Statistical Package for the Social Sciences (SPSS) which reflects the data as graphical representations. The results of the study revealed that over 60% of organisations in the manufacturing sector, and represented in the study are creating a ‘great place to work’ and their employees are satisfied with their jobs. Although, overall results of the study illustrate that employees in the manufacturing sector are satisfied with their organisations and which results in job satisfaction, an interesting finding was discovered in the study and which might have implications for manufacturing organisations in the way change management processes are carried out. The study findings revealed that the level of involvement as perceived by respondents was limited to adequate information and not necessarily total participation in the decision process. The study recommends that change management processes should include the participation of all employees in the organisation. Conclusions and recommendations were drawn from the literature and the findings of the study.
- Full Text:
- Date Issued: 2018
- Authors: Gina, Mondli
- Date: 2018
- Subjects: Job satisfaction -- South Africa , Employee motivation -- South Africa Labor laws and legislation -- South Africa South Africa -- Employment Equity Act, 1998 , Manufacturing industries -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/30150 , vital:30845
- Description: It has been observed that the workplace environment affects the performance and job satisfaction of employees. Employees are more than the most important asset for an organisation, they play an essential role in current operational performance and future competitive advantage. Employees spend a major part of their life in the organisation within which they work. Managing the diversity of human capital in an organisations is key towards organisational sustainability in the manufacturing sector. The main objective of this study was to determine the degree of employees’ job satisfaction towards the implementation of Employment Equity Act in the manufacturing sector. One of the most important and broad-based challenges currently facing organisations in various sectors is adapting to people who are different. The term used for describing this challenge is workforce diversity. Workforce diversity means that organisations are becoming a more heterogeneous mix of people in terms gender, age, race, ethnicity, and sexual orientation. The main aim of the Employment Equity Act is the creation of a diverse workforce within South African organisations. If the organisation wants to remain competitive in the environment that its operating, it requires an effective management of diversity. The South African manufacturing sector is facing a major challenge regarding the attainment of workforce diversity in terms of implementing Employment Equity Act legislation, hence this study was an exploratory field study with the aim of understanding what impact the implementation of Employment Equity has on the employee job satisfaction in manufacturing sector. The study further investigated whether variables such as, workplace diversity, organisation culture, change management, leadership style and employee engagement do affect employee job satisfaction. A detailed questionnaire was distributed to a convenience sample of employees who are working in the manufacturing organisations. The data collected from this study was analysed by the statistician consultant provided by the Nelson Mandela University. In this iv study, the collected data was analysed using the latest Statistical Package for the Social Sciences (SPSS) which reflects the data as graphical representations. The results of the study revealed that over 60% of organisations in the manufacturing sector, and represented in the study are creating a ‘great place to work’ and their employees are satisfied with their jobs. Although, overall results of the study illustrate that employees in the manufacturing sector are satisfied with their organisations and which results in job satisfaction, an interesting finding was discovered in the study and which might have implications for manufacturing organisations in the way change management processes are carried out. The study findings revealed that the level of involvement as perceived by respondents was limited to adequate information and not necessarily total participation in the decision process. The study recommends that change management processes should include the participation of all employees in the organisation. Conclusions and recommendations were drawn from the literature and the findings of the study.
- Full Text:
- Date Issued: 2018
Happiness in the South African engineering industry
- Authors: Poorun, Andrew
- Date: 2018
- Subjects: Job satisfaction -- South Africa , Engineering -- Employment -- South Africa Corporate culture -- South Africa Happiness -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/23120 , vital:30430
- Description: Happiness, or what is commonly referred to as subjective well-being, is under investigation worldwide across many different sectors as it influences individuals, the organisation and society. Although researchers and lay people often define happiness as life satisfaction or a sense of wellbeing, literature also defines happiness as positive subjective experiences. Research confirms that an increase in individual happiness is advantageous to the individual and it enables societies to function better, thereby supporting the notion to incorporate aspects of happiness when formulating economic policy. Many countries around the world have identified happiness as a key factor influencing economic growth and citizen wellness. Countries are taking steps to measure their success as a society – from not only how much the economy grows – but also from how much their lives are improved, not only from standard of living, but also from quality of life. Engineering is a profession in which scientific knowledge and mathematical ability are practised applying sound judgement to develop ways to benefit humankind. South Africa has a major shortage of qualified engineers. The Engineering Council of South Africa reported that South Africa only has one engineer per 3 166 of the population, whereas other countries like Brazil has 227, Australia has 455 and Chile has 681. The best investment any country can therefore make for its future prospects is in education in the engineering field. It is imperative that people are attracted to engineering careers and that they are retained in this profession. Improving the happiness levels of engineers will assist in the attraction and retention of members in the engineering industry. The purpose of engineering and even other technological sciences is very important for both past and future economic performance. Without the appropriate people in these careers, the economic success, securities and scientific leadership will decrease. Traditional market-based measures alone do not provide an adequate portrayal of quality of life. The focus of economic measurement should change from production toward people’s well-being or happiness. Most happiness research focuses on countries, which enables comparisons. This study focuses on happiness levels of South African engineers. Previous work has explored other professions, such as physiotherapists, veterinarians and employees in the financial sector. The primary data were collected from the sample of 686 engineers by means of an on-line questionnaire. The questionnaire was designed from literature and using extracts from similar happiness studies questionnaires. A pilot study was conducted amongst engineers working in Port Elizabeth, South Africa. An email containing a Universal Resource Link (URL) to the questionnaire was sent to the listed email addresses of the Engineering Council of South Africa. A representative sample of 395 respondents participated in the study who fully completed all sections of the questionnaire. A proposed conceptual model was compiled and tested using exploratory factor analysis, confirmatory factor analysis and structural equation modelling. The results of the study indicate that the factors Workplace influence, workplace relationships, Work-life balance and Purpose load onto the factor, Work Satisfaction. The factors Work satisfaction, Optimism, Leisure, S.A. Pride, Classism and Trust determine the happiness of engineers in South Africa. The results of this study further indicate that engineers in South Africa are generally happy and that they rate workplace relationships highly. Engineers generally have little faith in the government, the South African court system and the South African education system. This study is the first of its kind conducted in South Africa and makes a valuable contribution in understanding the happiness of engineers.
- Full Text:
- Date Issued: 2018
- Authors: Poorun, Andrew
- Date: 2018
- Subjects: Job satisfaction -- South Africa , Engineering -- Employment -- South Africa Corporate culture -- South Africa Happiness -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/23120 , vital:30430
- Description: Happiness, or what is commonly referred to as subjective well-being, is under investigation worldwide across many different sectors as it influences individuals, the organisation and society. Although researchers and lay people often define happiness as life satisfaction or a sense of wellbeing, literature also defines happiness as positive subjective experiences. Research confirms that an increase in individual happiness is advantageous to the individual and it enables societies to function better, thereby supporting the notion to incorporate aspects of happiness when formulating economic policy. Many countries around the world have identified happiness as a key factor influencing economic growth and citizen wellness. Countries are taking steps to measure their success as a society – from not only how much the economy grows – but also from how much their lives are improved, not only from standard of living, but also from quality of life. Engineering is a profession in which scientific knowledge and mathematical ability are practised applying sound judgement to develop ways to benefit humankind. South Africa has a major shortage of qualified engineers. The Engineering Council of South Africa reported that South Africa only has one engineer per 3 166 of the population, whereas other countries like Brazil has 227, Australia has 455 and Chile has 681. The best investment any country can therefore make for its future prospects is in education in the engineering field. It is imperative that people are attracted to engineering careers and that they are retained in this profession. Improving the happiness levels of engineers will assist in the attraction and retention of members in the engineering industry. The purpose of engineering and even other technological sciences is very important for both past and future economic performance. Without the appropriate people in these careers, the economic success, securities and scientific leadership will decrease. Traditional market-based measures alone do not provide an adequate portrayal of quality of life. The focus of economic measurement should change from production toward people’s well-being or happiness. Most happiness research focuses on countries, which enables comparisons. This study focuses on happiness levels of South African engineers. Previous work has explored other professions, such as physiotherapists, veterinarians and employees in the financial sector. The primary data were collected from the sample of 686 engineers by means of an on-line questionnaire. The questionnaire was designed from literature and using extracts from similar happiness studies questionnaires. A pilot study was conducted amongst engineers working in Port Elizabeth, South Africa. An email containing a Universal Resource Link (URL) to the questionnaire was sent to the listed email addresses of the Engineering Council of South Africa. A representative sample of 395 respondents participated in the study who fully completed all sections of the questionnaire. A proposed conceptual model was compiled and tested using exploratory factor analysis, confirmatory factor analysis and structural equation modelling. The results of the study indicate that the factors Workplace influence, workplace relationships, Work-life balance and Purpose load onto the factor, Work Satisfaction. The factors Work satisfaction, Optimism, Leisure, S.A. Pride, Classism and Trust determine the happiness of engineers in South Africa. The results of this study further indicate that engineers in South Africa are generally happy and that they rate workplace relationships highly. Engineers generally have little faith in the government, the South African court system and the South African education system. This study is the first of its kind conducted in South Africa and makes a valuable contribution in understanding the happiness of engineers.
- Full Text:
- Date Issued: 2018
The relationship between authentic leadership and employee performance
- Authors: Petzer, Liane
- Date: 2018
- Subjects: Authentic leadership , Positive psychology , Employee motivation -- South Africa , Employees -- Attitudes , Job satisfaction -- South Africa , Employees -- Rating of -- South Africa , Financial services industry -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/59467 , vital:27613
- Description: The impact of a leader on his or her followers has been a topic of much research and therefore organizations, including the financial services sector in South Africa, are placing more and more emphasis on what this leadership construct looks like. Research suggests that Authentic Leadership might be a new kind of leadership approach that the world is looking for. This study aims to establish the possible relationship between an authentic leader and the impact the leader’s behaviour has on the performance of his or her employee. The study further attempts to establish if satisfaction can play a mediating role in the relationship between authentic leadership and the performance of an employee. The research used two established research instruments, namely the Authentic Leadership Questionnaire (ALQ), as well as a section of Freese and Schalk’s (2008) psychological contract questionnaire relating to satisfaction specifically. Respondents were also requested to indicate their most recent performance rating. The study was conducted within the financial sector based in the Eastern and Southern Cape with a total population of 1077 employees across all business units, job grades, race, age, education and gender. The study established a significant positive relationship between authentic leadership and employee performance. A further significant positive relationship was established between authentic leadership and satisfaction. However, no relationship could be established between satisfaction and performance, thereby indicating that satisfaction was not a mediator of the relationship between authentic leadership and employee performance. In conclusion, recommendations for management practice and for further research are made.
- Full Text:
- Date Issued: 2018
- Authors: Petzer, Liane
- Date: 2018
- Subjects: Authentic leadership , Positive psychology , Employee motivation -- South Africa , Employees -- Attitudes , Job satisfaction -- South Africa , Employees -- Rating of -- South Africa , Financial services industry -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/59467 , vital:27613
- Description: The impact of a leader on his or her followers has been a topic of much research and therefore organizations, including the financial services sector in South Africa, are placing more and more emphasis on what this leadership construct looks like. Research suggests that Authentic Leadership might be a new kind of leadership approach that the world is looking for. This study aims to establish the possible relationship between an authentic leader and the impact the leader’s behaviour has on the performance of his or her employee. The study further attempts to establish if satisfaction can play a mediating role in the relationship between authentic leadership and the performance of an employee. The research used two established research instruments, namely the Authentic Leadership Questionnaire (ALQ), as well as a section of Freese and Schalk’s (2008) psychological contract questionnaire relating to satisfaction specifically. Respondents were also requested to indicate their most recent performance rating. The study was conducted within the financial sector based in the Eastern and Southern Cape with a total population of 1077 employees across all business units, job grades, race, age, education and gender. The study established a significant positive relationship between authentic leadership and employee performance. A further significant positive relationship was established between authentic leadership and satisfaction. However, no relationship could be established between satisfaction and performance, thereby indicating that satisfaction was not a mediator of the relationship between authentic leadership and employee performance. In conclusion, recommendations for management practice and for further research are made.
- Full Text:
- Date Issued: 2018
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